Architect of the Capitol | Washington, DC 20515 | www.aoc.gov

Understanding Excepted Service

This Fact Sheet outlines the differences between Excepted Service and Competitive Service in the Federal government and explains 

the employment status of Architect of the Capitol employees.

Excepted Service

The Architect of the Capitol (AOC) is an Excepted Service

Federal agency in the Legislative Branch of government. It is 

excepted from Competitive Service under the merit system in 

the Executive Branch administered by the Office of Personnel 

Management (OPM). This means that AOC has its own hiring 

system based on merit, and has established its own evaluation 

criteria to fill position vacancies. However, the AOC has 

adopted the qualification and classification standards for its 

positions as determined by OPM. Although the AOC has 

adopted most of these standards, the AOC, under its statutory 

authority, has also established unique qualification standards 

for certain positions.

AOC’s Career Staffing Plan delineates the Agency’s hiring 

policies and practices, under the authority of Title 2 U.S. Code 

1831, Human Resources Program. This authority also outlines 

the provisions for performance management; discipline and 

separation actions of AOC employees. AOC’s policy for 

Exempt Personnel provides guidance concerning appointments 

to AOC’s exempt positions. These senior-level employees 

serve at the pleasure of the Architect and are referred to as 

Senior Rated (SR).

Generally, members of the general public may apply for most 

AOC position vacancies. There is usually no requirement for 

candidates to have been employed with the Federal 

government. The area of consideration is noted on the first 

page of AOC’s vacancy announcements under “Who May 

Apply.”

Competitive Service

The Competitive Service refers to Federal agencies who are 

subject to OPM’s competitive hiring processes to evaluate and 

rank job candidates. Under the Competitive Service, Federal 

employees with competitive status may be considered for 

positions without having to compete with members of the 

general public in an open competitive process. Competitive 

status is attained only upon satisfactory completion of a 

probationary period with a competitive service agency. 

Employees transferring from a competitive service agency 

who have already fulfilled a probationary period with their 

initial appointment are still required to serve another 

probationary period under AOC authority.

Because AOC is not in the Competitive Service, AOC 

employees who do not have competitive status may not 

compete for many position vacancies in the Executive Branch. 

Further, AOC employment does not confer competitive career 

status. While AOC’s SR positions are considered SESequivalent, they are not a part of the Senior Executive Service 

and do not have competitive career status.

Federal employees with competitive status who are hired by 

the AOC will receive credit for AOC Federal service toward 

their retirement benefits subject to OPM’s rules regarding 

creditable service for retirement purposes. These employees 

may also return to Competitive Service subject to the 

respective Competitive Service agency application procedures, 

its requirements and the availability of position vacancies.

Pay and Benefits

The AOC applies the General Schedule and Wage Grade pay 

tables as established by OPM and the Department of Defense 

Civilian Personnel Advisory Service, respectively, in 

determining pay for most of its employees, with the exception 

of SR personnel. It also applies its own special rate pay for 

certain wage grade positions in accordance with applicable 

collective bargaining agreements.

With regard to benefits, AOC employees receive the same 

standard Federal employee benefits (health and life insurance, 

retirement, Thrift Savings Plan, leave accruals and other 

benefits) as employees in the Competitive Service. 

Employees entering into Excepted Service, even if they are 

coming from a Competitive Service position, must work 1,250 

hours before becoming eligible for leave under the Family and 

Medical Leave Act.

Questions

Contact the Human Capital Management Division at 

202.226.7000